The Australian job market is ever-changing, and over the last few years we've seen financial crises come and go, sectors boom, bust and recover, and a rising mobile global workforce. As the market has changed so have the needs of organisations and in turn the wants of the increasingly savvy professional. A job is no longer a means to subsist, but a source of fulfilment and growth.
Specifically this whitepaper looks at:
- What professionals look for in a role
- Whether organisations recognise the strong selling points in a role
- What attributes of a role organisations should focus on promoting
- How professionals decide on a new role when there are competing offers
31% of professionals cited career progression as the main attraction when looking for a new role, with 60% saying career progression is a very important part of job advertisements when looking at new opportunities.
In a challenging market, it's more important than ever to appeal to a candidate's requirements so that your job offer is more attractive than your competitors. A detailed explanation of the career progression on offer in a job advertisement is intrinsic to this. By understanding professionals' desire for career development, you're more likely to attract and retain a satisfied employee for a longer period.
The level of work/life balance available in new opportunities was the second most important attraction of a new job to a professional, however only 16% of hiring managers see work/life balance as the most important attribute in advertising a new role.
Having work/life balance policies on paper is not enough to make them work. Employers who recognise and put these policies into action for their employees through flexible working options will see the benefits of a more sustainable working culture.
The third most important law of attraction to professionals when seeking new opportunities is a good salary package, with 24% citing it as their main consideration when searching for a new role. Only 7% say they don't pay much attention to the salary on offer.
80% of candidates will be more likely to consider a role if the salary is disclosed in the ad, however 85% of hiring managers do not disclose the salary on offer. Disclosing salary in the job postings is a sensitive area for many companies and rightfully so, however it can ensure you are finding the right talent first time.
Joining a recognisable brand with a good reputation
In fourth place, joining a recognisable brand with a good reputation was the main attraction for 14% of respondents, however 80% of professionals said working for an organisation with a corporate culture that fit their values was very important.
With competition for talent becoming fiercer, it's becoming evident that a company must consider its employer branding to attract top talent. Organisations need to think of candidates as customers and consider the brand that will appeal to them.
When it comes to non-monetary benefits, 42% of professionals cite educational incentives as very important and 48% citing health focused benefits as moderately important.
Although non-monetary benefits may not be the strongest attraction tool, they cannot be discounted all together. They form a very valuable part of the retention tool kit for the organisation.
Read the full whitepaper - The Laws of Attraction